identifying microaggressions - american library association · 2019. 9. 27. · identifying...
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Identifying Microaggressions
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Program Coordinator, Community Engagement
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Learning Objectives
• Define microaggressions
• Discuss how microaggressions may impact librarianship
• Begin to identify ways to recognize and respond to microaggressions
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Microaggressions
Microaggressions are the brief everyday slights, insults, indignities, and denigrating messages sent to people of color [LGBTQIA+, people with disabilities, immigrants] by well-intentioned [people] who are unaware of the hidden messages being communicated.
Dr. Derald Wing SuColumbia University
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Overt & Deliberate Acts of Bigotry
HATE CRIMES VIOLENCE LEGISLATION THAT CREATES BARRIERS BASED ON SOCIAL
IDENTITIES
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Common Characteristics of Microaggressions
Subtle Unintentional Ambiguous
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Intent/Impact
http://saasysistah.com/blog/intent-vs-impact
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What is the message here?
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Themes and MessagesThemes and
Messages
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Theme: Ascription of Intelligence
Microaggressions
• “You are a credit to your race.”
• “How did you get into that school?”
Message
• People of color are generally not as intelligent as white people.
• You do not belong in this educational institution.
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Theme: Alien in Own Land
Microaggressions
• “Where are you from, originally?”
• “You speak English really well.”
Message
• You are a foreigner.
• You do not belong here.
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Theme: Color Blindness
Microaggressions
• “I don’t see color.”
• “There is only one race; the human race.”
• “I treat everyone the same.”
Message
• Your identity is not relevant.
• Your experiences are not real.
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Theme: Criminality
Microaggressions
• A person of color being followed around a store.
• Locking your car door when you see a group of people of color.
Message
• You are dangerous.
• You cannot be trusted.
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Theme: Pathologizing Cultural Values
Microaggressions
• Asking a person of color to be “less animated” or “loud.”
Message
• You need to assimilate to the dominant culture.
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Theme: Myth of Meritocracy
Microaggressions
• “My great, great grandfather was an immigrant. He worked hard and made something of himself.”
Message
• The playing field is even, so any problem encountered is because of the individual.
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Environmental Microaggressions
Microaggressions
• A college or university with buildings named only after wealthy, white, heterosexual, cisgender men.
• Television shows/movies that feature predominantly white people.
• Overabundance of liquor stores and fast food restaurants in communities of color.
Message
• You don’t belong. There is only so far you can go here.
• You are an outsider. You don’t exist.
• People of color are lazy and deviant.
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Imagery
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Microaggressions in Libraries
“Racial Microaggressions in Academic Libraries: Results of Minority and Non-Minority Librarians.” Jaena Alabi, The Journal of Academic Librarianship 41 (1), 47-53.
To investigate the prevalence of racial microaggressions in the academic library environment and determine whether non-minority librarians are conscious of racial microaggressions their minority colleagues are experiencing
Purpose of the study
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Initial Findings
Experience/Observation Statement
Minority Responses Non-Minority Responses
A colleague told me that I was hired because of my race.
7.3% 1%
A colleague accused me of being aggressive because of my race.
9.8% 2%
A colleague has told me that he/she was ”color blind.”
14.6% 1%
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Intersectionality• multiple forms of discrimination
[e.g., racism, sexism, homophobia] combining or intersecting into overlapping systems of discrimination or disadvantage
• Intersectional Microaggressions: Subtle forms of discrimination based on individuals’ multiple social identities
Gender
LGBTQIA+
Race
Ability
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Addressing Microaggressions
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Impact on Individuals
“microaggressions create a hostile and invalidating climate for people of color [LGBTQIA+, people with disabilities], saps their spiritual and psychic energies, and their cumulative nature can result in depression, frustration, anger, rage, loss of self-esteem, anxiety, etc.”
Dr. Derald Wing Su
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Reflections and Considerations
• What kind of risk will I be taking if I speak up?
• Do I have a sense of what I want to achieve when I speak up?
• Do I feel I am safe from physical or emotional abuse of any kind?
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Model the Behavior
• Model the behavior you want to address.
• Keep in mind that education is the goal.
• Use your own stories to demonstrate how you’ve “unlearned” certain harmful, inaccurate, and misleading assumptions or information.
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Focus on the event, not the person
“How To Tell Someone They Sound Racist,” from Jay Smooth
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Reframe the NarrativeMicroaggression
• I don’t see color. I treat everyone the same.
Reframe
• People have different needs and experiences. We need to move from an equality model that treats everyone the same to an equity model that takes into account people’s needs in our responses.
• It’s ok to see color. It exists, and it’s not all negative.
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Question
How are microaggressions relevant to the work of libraries?
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Question
What do you think the barriers might be to addressing microaggressions in your work?
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Question
What assets or opportunities exist to address microaggressions in your work?
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Resources• “Racial Microaggressions in Academic Libraries: Results of Minority and Non-
Minority Librarians.” Jaena Alabi, The Journal of Academic Librarianship 41 (1), 47-53.
• LISmicroaggressions: https://lismicroaggressions.tumblr.com/
• “What is intersectionality?”: https://www.youtube.com/watch?v=O1islM0ytkE
• “The Urgency of Intersectionality” by Kimberlé Crenshaw -http://bit.ly/Urgency_Intersectionality
• “#HatchKids Discuss Microaggressions”: https://www.youtube.com/watch?time_continue=105&v=8RfwnibEd3A
• Jay Smooth’s “How To Tell Someone They Sound Racist”: https://www.youtube.com/watch?v=b0Ti-gkJiXc
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Thank You
Briana Jarnagin
Program Coordinator, Community Engagement
www.ala.org/diversity